Mettl B2B Sales Potential Assessment (Entry Level) (Video Version)

Sample Report
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Report Version as on:
Finish State: Normal
Registration Details
Email Address: sample.report@mettl.com
First Name: sample
Last Name: Not filled
Date of birth: Not filled
Experience: Not filled
Country: Not filled
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test. 

This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report:

1. Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’.
2. If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step.
3. Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment.
4. Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution.
We do not recommend candidates who display Extreme Responding/Central Tendency/Careless Responding as they indicate that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate's answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
Response Style: Genuine

Explanation of response style:

Genuine: No concerns or red flags just based on response style of candidate.

Social Desirability: If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.

Extreme Responding: If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.

Central Tendency: If the middle response (‘neutral’) is selected more than 30% of the time.

Careless Responding: If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).

EXECUTIVE SUMMARY
Sales Knowledge
Recommendation based on Sales Knowledge

Cautiously Recommended

Strengths

Pre-Qualifying: High

Influencing and Convincing: High

Presentation: High

Areas of Development

Impression Management: Low

Closing: Moderate

Sales Personality
Recommendation based on Sales Personality

Cautiously Recommended

Your Sales Personality Style

The Passionate (Hard Worker): Likely to show up early, stay late, and may go an extra mile to achieve one's tasks. Likely to make more calls and conduct more meetings than other team members.

Strengths

NONE

Areas of Development

Stress Tolerance: Needs to learn to be optimistic and resilient in stressful times.

Empathy: Needs to learn to recognize others' emotions and feelings and understand the underlying reasons for their behavior.

Self-Control: Should learn to more efficiently handle one's own feelings, especially when working under pressure.

YOUR SALES PERSONALITY STYLE
The Passionate (Hard Worker)

Likely to show up early, stay late, and may go an extra mile to achieve one's tasks. Likely to make more calls and conduct more meetings than other team members.

Common Traits

• Strong willed and Dutiful
• Highly Responsible
• Persevering
• Punctual
• Hardworking

Potential Blind Spots

One may believe that things work best with clearly defined client requirements and rules, however this may make them reluctant to bend the rules or try new things, even when the downside is minimal.

Organizational/ Role Fitment

Where the environment is more structured and disciplined such that being on time and following procedures is considered very important.

SALES KNOWLEDGE
Values shown in above chart are sten scores
Low Moderate High
Pre-Qualifying: High

Likely to be proactive in seeking information regarding new sales possibilities. May be able to evaluate the potential of prospects and approach them accordingly.

Impression Management: Low

Not likely to be skilled at recognizing the importance of first impressions. May not be able to develop a sense of mutual respect or rapport with clients. Not likely to be able to display an attitude of sincerity.

Presentation: High

Likely to have an ability to identify client needs. May be confident while explaining the features of the product/service to the client, according to their expectations.

Overcoming Objections: High

Likely to be patient and calm when answering to clients' objections and queries. May be persistent and optimistic when facing resistance from clients.

Influencing and Convincing: High

Likely have an ability to be a good negotiator. May be persuasive when interacting with clients. May have an ability to convince clients about the benefits of the product/service.

Closing: Moderate

Somewhat likely to be skilled at accurately analyzing the situation and judging when to make an attempt to close the sale. May at times have the ability to successfully lead the sales process to a mutually beneficial conclusion occasionally.

SALES PERSONALITY
Self-Management
Values shown in above chart are sten scores
Low Moderate High
Self-Control: Moderate

Somewhat likely to be attuned to one’s emotions and feelings. Somewhat likely to control one's impulses and handle emotions during difficult situations involving different stakeholders. May at times be able to remain calm and poised and may occasionally get frustrated during tough times. May occasionally get worried by unusual behaviour from team members or clients and may at times respond to them in a calm manner.

Self-Confidence: Moderate

Somewhat likely to have confidence in one’s own skills, abilities and knowledge. Moderately likely to be confident while meeting new people and working towards achieving results. May at times be able to maintain a positive attitude regardless of what others think or do. Somewhat likely to display a propensity for self-acceptance and self-adequacy. May occasionally come across as assertive and advocate one's point of view to bring oneself and clients to a common consensus.

Stress Tolerance: Low

Not likely to deal effectively with work pressure and gets stressed and worried easily. May not be able to keep oneself positive or maintain an optimistic attitude towards life in adverse situations. Less likely to keep oneself composed and think clearly to utilize time and resources effectively in demanding and challenging situations. Likely to demonstrate a tendency to depend upon others when one is emotional and stressed.

Managing the Sales Process
Values shown in above chart are sten scores
Low Moderate High
Result Orientation: Moderate

May occasionally be able to actively work towards achieve results on time. Somewhat likely to work with dedication and commitment and put in one's best to complete a task. Moderately likely to understand the consequences of one's actions on the organization. Somewhat likely to be enthusiastic while working on challenging tasks and may at times demonstrate a sense of urgency to accomplish goals. Somewhat likely to set high-performance standards for oneself, and try to make efforts to maintain the same.

Taking Initiatives: Moderate

Somewhat likely to proactively take up tasks without being asked to do so. Moderately likely to work above and beyond the expectations of a job role. Somewhat likely to take responsibility for tasks which others do not want to take up. May at times seek out opportunities to contribute more towards one's work and organization. May at times look for gaps in one's work and take steps to rectify them in a timely manner.

Information Seeking: Moderate

Somewhat likely to seek and obtain information in order to accomplish one's task. May at times attempt to keep oneself up to date by acquiring knowledge on one's competitors, market trends and how the industry works. Somewhat likely to probe into an issue to understand it holistically. May occasionally seek information from clients, to identify gaps for improvement. Somewhat likely to be proactive while interacting with others in order to understand their perspectives and experiences.

Problem Solving: Moderate

Somewhat likely to identify potential problems and issues or investigate them in greater depth. May occasionally put in efforts to analyze a problem, identify its causes or choose the best solution after contemplating available information and alternatives. May at times be able to utilize necessary resources to overcome challenges in an effective manner. May at times be able to identify risk areas or potential obstacles and take appropriate steps to deal with them. May somewhat be able to gather work related information quickly, from various sources and apply it in innovative ways to solve problems. May be moderately creative in thinking and in integrating data logically to arrive at solutions.

Managing the Customer Relationship
Values shown in above chart are sten scores
Low Moderate High
Empathy: Low

Not likely to recognize or understand others' feelings, as may not be attuned to their emotions. May not come across as amiable or considerate of others’ feelings when communicating with them and making decisions. May seldom be able to understand people's motivations and underlying reasons for their behavior.

Networking with People: Moderate

Somewhat likely to leverage one's network of contacts within and outside the organization, for achieving business goals. Somewhat likely to have an interest in socializing or establishing contacts and relationships to develop work opportunities. Fairly likely to focus on building or maintaining productive relationships with others and may at times nurture the relationships formed.

Influencing Others: Moderate

Somewhat likely to effectively persuade others to take the desired action. May at times be able to capture other's interests in order to modify information to convince them successfully. May be somewhat able to convince others of one's thoughts and view point by answering questions effectively. Somewhat likely to demonstrate an ability to win over other side by providing necessary arguments.

Customer Service Orientation: Moderate

Somewhat likely to demonstrate an ability to understand a client's needs or requirements well and may at times be able to deliver the best service for every task undertaken by oneself. May at times be able to deal with client queries, requests and complaints in an efficient manner. May occasionally ensure that no errors are made while delivering on customer requests. Somewhat likely to focus on continuously improving the service experience for internal as well as external customers. May sometimes be able to modify and adapt one's work style as per the client's, occasionally communicating sensitive and difficult information in a tactful manner.

Top Career Motivators
Security and Stability

Needs to feel safe knowing that one can count on one's job for social and financial security. Likely to prefer a permanent and reliable job position.

Probable Disadvantage

May be uncomfortable and nervous during radical changes at work and in certain cases might also show some measure of insecurity and restlessness when new personnel are hired for one's same designation.

How to keep the person motivated?

Offer a stable career plan and clarify long term job prospects. Assign projects that seem to portray an image of spanning through a long period of time, such that the individual is assured that he/she has enough reasons to be retained atleast until the completion of said project.

Power

Likely to be more efficient when work involves decision making. Enjoys taking up responsibility for people and resources.

Probable Disadvantage

May find it difficult to work under supervision or to step back and do small tasks which might lead to the person showing a significant level of disinterest in the tasks being given.

How to keep the person motivated?

Involve the individual in decision making processes, more suitable for supervisory roles. Consistently offer the individual opportunities to train and coach new joinees and delegate them responsibilities wherever necessary.

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